牛牛游戏厅安卓,{原始关键词}

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                • 当前位置: 代写一篇论文多少钱 > MBA论文 > KSF薪酬全绩效激励机制在某中小型艺术馆的应用

                  KSF薪酬全绩效激励机制在某中小型艺术馆的应用

                  时间:2019-01-22 08:59作者:沈丽清
                  本文导读:这是一篇关于KSF薪酬全绩效激励机制在某中小型艺术馆的应用的文章,随着国家国民经济发展,人民物质文化生活丰富,人们对精神追求越来越强烈,而收藏和购买文化艺术品是人们精神追求的重要表现之一。近十年,中国艺术品市场交易额排入全球第二,仅仅次于美国市场。

                    摘要

                    SUIZHEGUOJIAGUOMINJINGJIFAZHAN,RENMINWUZHIWENHUASHENGHUOFENGFU,RENMENDUIJINGSHENZHUIQIUYUELAIYUEQIANGLIE,ERSHOUZANGHEGOUMAIWENHUAYISHUPINSHIRENMENJINGSHENZHUIQIUDEZHONGYAOBIAOXIANZHIYI。YISHOUZANGHETUIGUANGYISHUWEIZHUYAOYEWUDEYISHUGUANRIYIXINGWANG,YISHUGUANJINGZHENGYEFEICHANGJILIE,YISHUGUANFUWUZHILIANGDUIYISHUGUANFAZHANQIDAOGUANJIANZUOYONG。ERYISHUGUANYOUZHIFUWUXUYAOYOUXIUYINGXIAORENYUANLAITIGONG。YINCI,YANJIURUHEJILIYISHUGUANYINGXIAORENYUAN,LAITISHENGTAMENDEFUWUZHILIANG,DUIYUYISHUGUANSHENGCUNYUFAZHANFEICHANGZHONGYAO。KSF JIGUANJIANCHENGGONGYINSUFA(key successfactors),SHIYIZHONGZHONGYAODEJIXIAOXINCHOUJILIFANGFA,SHI 1970 NIANHAFODAXUEJIAOSHOU William Zani TICHUDE。KSF XINCHOUQUANJIXIAOMOSHISHIZHIANZHAOGUANJIANCHENGGONGYINSUFADUIGONGZUOGANGWEIJINXINGTILIANYOUJIAZHIDEGUANJIANZHIBIAO,BINGDUIGUANJIANZHIBIAOJINXINGQUANMIANJIXIAOGUANLIHEJIAZHIPINGGU,ANZHAOGUANJIANZHIBIAOJIAZHIHEKAOHEQINGKUANGZHIFUXINCHOU。KSFTICHANGJIAZHIZIWOSHIXIAN,QIANGHUAYUANDONGLI,YOUZHUYUJIFATAMENZIWOXUEXIHEZIWOSHIXIAN,SHIXIAN“RENJINQINENG”DEFAZHANMUBIAO,CUJINQIYEDEZHANGZUFAZHANHEJINBU。TONGSHI KSF YESHIZUZHILILIANGBAOFADIAN,ZHIZHIZUZHICHENGZHANGGUANKONGYULIRUNZENGZHANG,YUZUZHIRENYUANJIAZHIZIWOSHIXIAN,RONGYIYINQIGONGZHEN,HUODEZUZHIHERENYUANLIYIPINGHENGYUGONGSHI。KSF XINCHOUQUANJIXIAOJILIJIZHIBIJIAOSHIHEZHONGXIAOXINGXINXINGZUZHI。

                  KSF薪酬全绩效激励机制在某中小型艺术馆的应用

                  牛牛游戏厅安卓,{原始关键词}   BCH YISHUGUANSHIYIJIAYIXIANDANGDAIYISHUMINGJIAZHENJIJIAZUOWEIZHUYINGYEWUDEZHONGXIAOXINGXINXINGZUZHI。MUQIANYINGXIAORENYUANDUIWURENGCUNZAIZHUANYEXINGBUZU,GONGZUOREQINGBUZU,FUWUZHILIANGZONGTIBUGAO,YOUXIURENCAILIUSHIDADENGWENTI,ZHEIXIEYANZHONGDIYINGXIANGDAOYISHUGUANZHENGTIYEWUFAZHAN。YINCI,WENZHANGYI BCH YISHUGUANYINGXIAORENYUANZUOWEIYANJIUDUIXIANG,YUNYONGMUBIAOGUANLIFA、GANGWEIFENXIFA、XINGWEIGUANCHAFA、ZHUANJIAFANGTANFADENGFANGFAFAXIANYINGXIAORENYUANYUYISHUGUANZAIJIXIAOKAOHEHEXINCHOUFENPEIFANGMIANCUNZAIMAODUN。RANHOUYUNYONG KSF XINCHOUQUANJIXIAOLINIAN,TICHUYINGXIAORENYUANKEYITONGGUOZIFAXUEXI,ZIWOFAZHANCONGERSHIXIANZIWODEJIAZHIERDEDAOSHOUYI,ZHEIYOUXIAOJIEJUEYINGXIAORENYUANHEYISHUGUANMAODUN。

                  牛牛游戏厅安卓,{原始关键词}   WENZHANGZHUYAOYOULIUGEBUFENZUCHENG:DIYIBUFEN:XULUN:ZHUYAOCHANSHUXULUN KSF JIXIAOYANJIUBEIJINGHEYANJIUYIYI,JIESHAOGUONEIWAI KSF YIJIXIANGGUANJIXIAOKAOHE,TONGSHIGAIKUOYANJIUFANGFAYUXIEZUOSILU;DIERBUFEN:LILUNYANJIU。CHANSHU KSF JIXIAOKAOHEZHUYAOLILUNHEFANGFA,WEIBENWEN KSF JIXIAOSHISHIDIANDINGLILUNJICHU;DISANBUFEN:SAN BCH YISHUGUANYINGXIAORENYUAN KSF JIXIAOXINCHOUGUANLIXIANZHUANGYUWENTI。ZHUYAOTONGGUO BCH YISHUGUANXIANZHUANGDIAOYANFENXI,FENXIQIDANGQIANCUNZAIDEZHUYAOWENTI;FAXIANKAOHEBUHELI,DUIXINCHOUTIXIBUMANYI,QUEFAZHONGZHANGQIJILIJIZHIYIJIZHUANYESHUIPINGWUFADADAOYAOQIU。DISIBUFEN:BCH YISHUGUAN KSF XINCHOUQUANJIXIAOSHEJI。ZHUYAOCHANSHUGOUJIANGONGSI KSF JIXIAOKAOHETIXIGUOCHENG。ZHUYAOCHANSHU KSF JIBENCAOZUOBUZHOU,SHEJIZHONGZHANGQIJILIJIZHIYIJIXINCHOUXUANDAOYUPEIXUN。DIWUBUFEN:JIANGSHU KSF XINCHOUQUANJIXIAOZAI BCH YISHUGUANTUIXINGGUOCHENGZHONGYUDAOWENTIHEJIEJUEBANFA,RUXIAOSHOUTIXIYINGXIAORENYUANDUI KSF MOSHIBULIJIE,YISHUGUANQUEFAXITONGZHICHIXINGUANLIFANGSHILUODIYIJISHISHIGUOCHENGZHONGBUFENRENYUANFANKUIGONGZIDI。TONGGUOXUANDAOXIAOCHUYINGXIAORENYUANYIJILINGDAOZHEYILV。ZHONGSUNIUNIUYOUXITINGANZHUO,{YUANSHIGUANJIANCI}GUANNIAN,YINDAO KSF SHUNLILUODI。LIYONG K MUBIAOBAOZHANG KSF SHUNLILUODI。DILIUBUFEN:JIELUNYUZHANWANG。

                    WENZHANGZHUYAOTICHULEYIXIAGUANDIAN:(1)ZAIYISHUGUANSHULI KSF XINCHOUQUANJIXIAOLINIAN。JUEDINGGANGWEICHENGJIUDEGUANJIANYINSU,JUJIAOZHEIXIEGUANJIANYINSUBINGSHIWEIHEXINJIAZHI,BINGSHIJIAZHIYUYINGXIAORENYUANDEXINCHOU,JINSHENGGUAGOU。FUZHIHEKUOSANGUANJIANYINSU,SHIDAOCHENGGONGDEYIFUZHI;(2)BAYISHUGUANMUBIAOZHUANHUANYINGXIAORENYUANMUBIAO,BA“RANGYINGXIAORENYUANQUZUO”BIANCHENG“YINGXIAORENYUANZHUDONGQUZUO”,YISHUGUANYUYINGXIAORENYUANZHIJIANMAODUNBIANCHENGGONGYINGXIETONG,TUANDUIZERENBIANCHENGYINGXIAORENYUANGONGTONGCHENGDAN;TONGSHI,CUSHIYINGXIAORENYUANZHUDONGTISHENGXUEXINENGLI,TIGAOTAMENDEZHUANYEXINGHEFUWUSHUIPING,CUSHIYISHUGUANZHANGZUFAZHAN,YIDADAOCHUANCHENGYISHUWENHUA,MANZURENMENZAIYISHUWENHUADEJINGSHENXUYAO。(3)TONGGUOGANGWEIJIAZHIFENXIHETILIANDUIYINGJIAZHIZHIBIAO,RONGHEXINCHOU,FENXILISHISHUJUDENG,ZHIDINGMUBIAO,GOUJIAN KSF JIAZHIMUBIAOTIXI,ZHIDINGMUBIAOSHIHOU,TONGSHIXUYAORONGRUWENHUA,JIANSHI,JIHUA,JILISIDAYAOSU。(4)KSF JIXIAOTIXIYUNXINGGUOCHENGZHONGHAIXUYAOJIANLIXIANGYINGDEBAOZHANGJIZHI,JIYIJUNEIWAIHUANJINGBIANHUA,BUDUANWANSHAN KSF MUBIAOZHIDINGJIZHI、QIANGHUADUIYINGXIAORENYUANJIAZHIYINDAO、JIANLIGUANLICENGYUYINGXIAORENYUANGOUTONGJIZHI、TUIXINGGUOCHENGBUDUANXIEDIAOBUMENXIEZHU,JIAQIANGJILIJIZHIYUNXINGTUIJINYUXIEDIAO、JIANLIYISHUGUANDUYOUNIUNIUYOUXITINGANZHUO,{YUANSHIGUANJIANCI}。

                    关键词:  牛牛游戏厅安卓,{原始关键词} 营销人员   KSF 薪酬全绩效模式   激励机制 .

                    Abstract

                    With  the  development  of  national  economy,  people's  material  and  cultural life  is  rich,  and  people's  spiritual  pursuit  is  more  and  more  intense. Collecting and purchasing cultural and artistic works is one of the important manifestations of people's spiritual pursuit. Art galleries, whose main business is collecting and promoting art, are booming day by day. Competition among art galleries is also fierce. The service quality of art galleries plays a key role in the development of art galleries. The high quality service of art galleries needs excellent marketing personnel to provide. Therefore, it is very important for the survival and development of art galleries to study how to motivate the salesmen of art galleries to improve their service quality. KSF, the key success factors,  is  an  important  method  of  performance  incentive  compensation,  which was  proposed  by  William  Zani,  a  professor  at  Harvard  University  in  1970.  KSF salary  full  performance  model  refers  to  extracting  valuable  key  indicators according  to  the  method  of  key  success  factors,  managing  and  evaluating  key indicators,  and  paying  salaries  according  to  the  value  and  assessment  of  key indicators. KSF advocates value self-realization and strengthens the source of motivation, which helps to stimulate their self-learning and self-realization, achieve the development goal of "people do their best", and promote the rapid development  and  progress  of  enterprises.  At  the  same  time,  KSF  is  also  theoutbreak point of organizational strength. It directly points to the control of organizational  growth  and  the  growth  of  profits.  It  is  easy  to  resonate  with the self-realization of organizational personnel value and to obtain the balance and consensus of interests between organizations and personnel. KSF compensation full  performance  incentive  mechanism  is  more  suitable  for  small  and  medium-sized emerging organizations.

                    BCH  Museum  of  Art  is  a  small  and  medium-sized  emerging  organization  with modern  and  contemporary  artists  as  its  main  business.  At  present,  there  are still some problems in the marketing staff, such as insufficient professionalism, insufficient  enthusiasm  for  work,  low  service  quality  and  large  brain  drain, which seriously affect the overall business development of art galleries.

                    Therefore,  this  paper  takes  the  marketing  staff  of  BCH  Art  Museum  as  the research  object,  and  finds  that  there  are  contradictions  in  performance appraisal and salary distribution between the marketing staff and the Art Museum by  using  the  methods  of  objective  management,  post  analysis,  behavior observation  and  expert  interview.  Then  using  the  concept  of  KSF  salary  full performance, it is proposed that marketers can achieve self-worth through self-learning  and  self-development,  which  effectively  solves  the  contradiction between marketers and art galleries.

                  牛牛游戏厅安卓,{原始关键词}   The  article  mainly  consists  of  six  parts:  the  first  part:  introduction: mainly elaborates the background and significance of KSF performance research, introduces  KSF  and  related  performance  appraisal  at  home  and  abroad,  and summarizes  research  methods  and  writing  ideas;  the  second  part:  theoretical research. This paper elaborates the main theories and methods of KSF performance appraisal,  which  lays  a  theoretical  foundation  for  the  implementation  of  KSF performance in this paper. Part III: The current situation and problems of KSF performance  compensation  management  for  salesmen  of  Three  BCH  Art  Museum. Through  the  investigation  and  analysis  of  the  current  situation  of  BCH  Art Museum, the main problems of BCH Art Museum are analyzed. It is found that the assessment is unreasonable, the salary system is unsatisfactory, the incentive mechanism for the medium and long term is lacking, and the professional level can  not  meet  the  requirements.  Part  IV:  The  full  performance  design  of  KSF salary  in  BCH  Art  Museum.  This  paper  mainly  elaborates  the  process  of establishing KSF performance appraisal system. This paper mainly elaborates the basic operation steps of KSF, the design of long-term incentive mechanism and salary  promotion  and  training.  The  fifth  part  describes  the  problems  and solutions  of  KSF  compensation  performance  in  the  implementation  of  BCH  Art Museum,  such  as  sales  system  marketers  do  not  understand  the  KSF  model,  the lack of systematic support for the new management mode landing in the Art Museum, and  the  low  feedback  salary  of  some  personnel  in  the  implementation  process.

                  牛牛游戏厅安卓,{原始关键词}   Eliminate the doubts of marketers and leaders through advocacy. Reshaping the concept of corporate  culture and guiding  KSF to  land smoothly. Make  use of  K target to ensure KSF landing smoothly. The sixth part: conclusion and prospect. The article mainly puts forward the following views: (1) Establishing theconcept  of  KSF  salary  performance  in  art  galleries.  The  key  factors  that determine  job  achievement  focus  on  these  key  factors  and  regard  them  as  core values, and link the value with salesman's salary and promotion. The key factors of  replication  and  diffusion  make  it  possible  to  replicate  successfully;  (2) Changing the goal of art gallery to that of marketing staff, turning "let the marketing staff do it" into "the marketing staff do it on their own initiative", turning the contradiction between art gallery and marketing staff into win-win cooperation,  and  turning  the responsibility  of  team  into  the  common responsibility  of  marketing  staff;  at  the  same  time,  promoting  the  marketing staff  to  actively  enhance  their  learning  ability  and  improve  their  ability. Professional and service level, promote the rapid development of art museum, in order to achieve the inheritance of art and culture, to meet the spiritual needs of  people  in  art  and  culture.  (3)  Through  post  value  analysis  and  refining corresponding value indicators, integration of salary, analysis of historical data,  setting  goals,  building  KSF  value  target  system,  formulating  goals,  at the same time need to integrate into culture, inspection, planning and incentive four  elements.  (4)  During  the  operation  of  KSF  performance  system,  it  is necessary to establish corresponding safeguard mechanism, that is, according to the  changes  of  internal  and  external  environment,  constantly  improve  the  KSF goal-setting mechanism, strengthen the value guidance of marketing personnel, establish communication mechanism between management and marketing personnel, coordinate department assistance in the implementation process, strengthen the operation  of  incentive  mechanism,  promote  and  coordinate,  and  establish  the unique enterprise culture of art galleries.

                    Key  words:  牛牛游戏厅安卓,{原始关键词}    Marketing  staff  KSF  salary  full  performance  model  incentive mechanism .

                    一、绪论

                    (一)研究背景 。

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                    ZAIXINXINGZIBENCHONGJIXIA,CHUANTONGYISHUGUANJINGYINGMOSHIZAODAOJIDACHONGJI。WEILEZHUANXINGSHENGJIFUWU,HENDUOYISHUGUANXIWANGYISHUGUANYOUGENGDUOYINGXIAORENYUANTONGGUOLIANGHAODEFUWU,TISHENGPINPAI,HUOQUGENGDUOYOUZHIKEHU。

                    YINGXIAORENYUANZHUYAOANZHAOYISHUPINSHUXINGZHENDUIXINGYAOQINGYISHUAIHAOZHEJIANSHANGYISHUJIAZUOPINBINGTIGONGYISHUZUOPINXIANGGUANZIXUNYIJIXIANGYISHUAIHAOZHETIGONGSHOUZANGJIANYIHEXIANGGUANYISHUPINHESHOUZANGPEIXUNGONGZUO。YINGXIAORENYUANHEYISHUAIHAOZHEGOUTONGHOU,LEJIEYISHUAIHAOZHEDUIYISHUPINPIANHAO,JIANLIXIANGGUANDANGAN,ZHENDUIXINGWEIYISHUAIHAOZHETIGONGGEXINGHUAFUWULIRUTIGONGYISHUPINPEIXUNHESHOUZANGJIANYI。YOUYUXIHAOSHOUZANGYISHUPINQUNTIJINNIANFAZHANHENKUAI,ERJUBEIJIAOSHENYISHUSUYANGNENGLIHEJIAZHIPANDUANNENGLIDEYISHUAIHAOZHEXIANGDANGSHAO,DABUFENYISHUAIHAOZHEDUIDANGDAIYISHUPINLEJIECHENGDUYOUXIAN,ERDANGDAIYISHUPINSHEJILIUPAIFANZA,SHENZHIBUSHAOSHISHUYUCHAOXIANDAIZHUYIHUOZHECHOUXIANGPAI。YINGXIAORENYUANKEYIJIYISHUAIHAOZHETIGONGXIANGGUANZIXUNHESHOUZANGMUBIAO。ZAOQIYINGXIAORENYUANYIBANSHIHUAJIACHUSHEN,DUIYISHUPINYOUJIAOGAOZAOYI,BINGDUISHICHANGCHUJIAOMINRUI,DUIZUOPINJIAZHIYOUJINGZHUNPANDUANNENGLI。ZHUYAOZHIZE:JIANLIYISHUAIHAOZHEDANGAN,FENXILEJIEQISHOUZANGPIANHAO,TIGONGSHOUZANGJIANYI,YIJIXIANGYINGZUOPINJIESHAO,ZUZHICANJIAXIANGTONGLEIXINGZUOPINZHANLAN。

                  牛牛游戏厅安卓,{原始关键词}   HENDUOYISHUGUANDALIZHAOPINYINGXIAORENYUAN,TONGGUOGEZHONGFANGSHIPEIYANGYINGXIAORENYUAN,TIGAOTAMENZHUANYESHUIPINGLIRUYISHUSUYANGNENGLI,TANPANHEGOUTONGNENGLI,YEWUNENGLIDENGDENG。DANYOUYUXINGYEFAZHANTAIKUAI,ZHENGGEXINGYEYINGXIAORENYUANSHULIANGZENGZHANGYIJIHEJIXUNSUZENGJIA,GAOJIHEZISHENYINGXIAORENYUANKUIFA,DADUOSHUYINGXIAORENYUANZHIJUYOU 1-2 NIANGONGZUOJINGYAN,YEBUJUBEIRENHEYISHUSUYANG。YIJISHICHANGYISHUJIAOYISHIJIANMANZHANG,CONGJIANSHANGYISHUDAOJIAOYI 3-6GEYUEBUDENG。YISHUZHENGTIJIAOYISHIJIANCHENGBENGAO,YINGXIAORENYUANNANYIJIANCHI。TONGSHIYISHUSHICHANGKEHUZENGZHANGJIAOKUAI,YINGXIAORENYUANFUWUKEHUQUNTIJIAODUO,GONGZUOQIANGDUDA,YUANYITOUSHENYINGXIAORENYUANDERENYUANBIJIAOSHAO,DUOSHUYINIANQINGRENWEIZHU。RUYI BCH WEILI,ZHAOPINDEYINGXIAORENYUAN,90%YINGXIAORENYUANNIANLINGZAI 18 SUI-25 SUIZHIJIAN,GONGZUOJINGYANSHAO,JUBEIYISHUSUZHIGENGSHIFENGMAOLINJIAO。MUQIAN BCH YISHUGUANYINGXIAORENYUANSHULIANGDAGAI 300 REN,PINGJUNYIGEYINGXIAORENYUANFUWUKEHUYUE 100-200 RENZUOYOU,GONGZUOQIANGDUDA,YINGXIAORENYUANNANYIQUANMIANFUGAISUOYOUKEHU,WUFAZHENDUIKEHUTIGONGGEXINGHUADEFUWU,ZHUANYESHUIPINGYEBUZU,NANYICHENGDANYISHUSUYANGYINDAOGONGZUO。TONGSHI,YINWEIXINGYEFAZHANTAIKUAI,HENDUOYISHUGUANGUANLISHUIPINGDIXIA,XINCHOUJIXIAOCUFANG,WEILEKUAISUDAJIANTUANDUI,DADUOYISHUGUANCAIYONGXINCHOUFANGSHIYIBANWEIKUANDAIXINCHOUMOSHI,JIXIAOYEJIKAOHEYIJIEGUOWEIDAOXIANG,KAOHEZHIBIAOJIANDANDANYI,WUFATIXIANYINGXIAORENYUANDEJIAZHIYIJIZHUANYESHUIPING。LIRU BCH YISHUGUANKAOHECEZHONGYUYEJI,KAOHEZHOUQIDUAN,ZAOCHENGYISHUGUANYINGXIAORENYUANZHIGUYANQIANLIYI,GUOYUZHUIQIUDUANQIYEJI,JIASHANGZHUANYESHUIPINGDI,YUHUAJIAHEYISHUAIHAOZHEKUADAQICI,SHENZHIMENGPIANYISHUAIHAOZHEHEHUAJIA,YINGXIANGLEYISHUGUANSHENGYU,BULIYUYISHUGUANZHANGQIFAZHAN。ZISHENYINGXIAORENYUANSUIRANHENHAOFUWUKEHU,HUODEKEHURENKE,YOUXIAOZHAOGUZHANGQILIYI,DANDUANQIJIXIAOHUIYIBAN。

                  牛牛游戏厅安卓,{原始关键词}   BCH YISHUGUANCHUANGJIANYU 1998 NIAN,SHIYIJIAYIDANGDAIYISHUPINWEIZHUYAOJINGYINGXIANGMUYISHUGUAN。ZONGBUSHEYUBEIJING,ZAISHANGHAI、GUANGZHOU、SHENZHENJUNYOUFENYISHUGUAN。BCH CENGJUBANDUOCIDAXINGYISHUZHANLANYIJIYISHUSUYANGPEIXUNGONGZUO,ZAIHUANANQUYISHUJIAOYIZHANJUZHONGYAODIWEI。JINJINIAN,WEILETUIDONGFUWUSHENGJI,BCH YONGYOU 300 RENYINGXIAORENYUAN。WENZHANGYI BCH YISHUGUANYINGXIAORENYUANZUOWEIYANJIUDUIXIANG,YANJIUYISHUGUANYINGXIAORENYUAN KSF XINCHOUQUANJIXIAOMOSHIYANJIU。

                    (二)本文研究意义 。

                    1.  理论意义。

                    DANGQIANYISHUGUANHEYINGXIAORENYUANZUOWEIXUNSUFAZHANXINGYEHEZHIYE,GUANLISHANGCUNZAIHENDUOBORUODIFANG,ZAIJILIXINCHOUDEYANJIUXIANGDUIJIAOSHAO,YOUQI KSF GUANJIANYINZIJIXIAOKAOHEBIJIAOKONGBAI。BENWENTONGGUOYANJIU KSF GUANJIANCHENGGONGYINSUXINCHOUQUANJIXIAOJIZHIZAIYISHUXINGYEYINGYONG,TUOZHAN KSF LILUN,TIGAOYISHUXINGYEGUANLISHUIPINGHEGAISHANCUFANGXINCHOUJIXIAOTIXI,YIDINGCHENGDUSHANGYEFENGFULEJIXIAOKAOHEHEXINCHOUJILILILUNYANJIU。

                    2.  实践意义。

                    YISHUGUANCHUYUZHUANXINGJIEDUAN,CONGJIANDANZUZHIYISHUPINZHANLAN,XIANGGENGDUOYISHUAIHAOZHETIGONGGEXINGHUADEYOUZHIFUWU。WANCHENGZHUANXING,XUYAODALIANGYOUZHIDEYINGXIAORENYUANTUANDUI。KSF XINCHOUQUANJIXIAOJIZHI,KEYIGUANZHUGENGYOUJIAZHIDEGONGZUO,YOUXIAOTUIDONGYINGXIAORENYUANGENGDUOZHUZHONGKEHUXUQIUHETIGONGCHAYIXINGFUWU。KSF GULIYINGXIAORENYUANZIWOSHIXIAN,TONGGUONULIHUOQUGENGDUOBAOCHOU,YOUZHUYUJIFATAMENJIJIXING。ZHENGTIYOUXIUYINGXIAORENYUANTUANDUI,KEYIBANGZHUYISHUGUANSHULIZHUANYE,PINZHIKOUBEI,YUYISHUGUANZHANGYUANFAZHANQIDAOXIANGFUXIANGCHENG,CONGERTUIDONGQIYEFAZHAN。

                    ZHENGTIYISHUGUANXINGYEDEGUANLISHUIPINGBIJIAOCUFANG,XIANGDUIYUCHUANTONGXINGYEDEJIXIAOKAOHECUNZAIKAOHEJILIYANJIUKSF ZAIYISHUGUANXIAOSHOURENYUANJILIZHONGDEYUNYONG,KEYIFENGFUXIAOSHOURENYUANJILILILUN。GUONEIGUOWAIYISHUGUANXIAOSHOURENYUANZAIDIXINHETICHENGSHANGJINXINGYANJIU,YIJIZAIGUDONGLIYISHANGHUODEZHANGQIFAZHAN,BENWENTICHUDUIYISHUGUANXIAOSHOURENYUANSHIXING KSF,ZEZHUYAOSHICONGCHANZHIMIANHEJIAZHIMIANDUIYUANGONGJINXINGJILI,SHIYUANGONGKEYITONGGUOZIJIDENULINADAOGENGDUOSHOURU,YISHUGUANKEYIWEIYUANGONGZHUDONGJIAXIN,ZHEIKEYIFENGFUXIAOSHOURENYUANJILILILUN。

                    (三)研究的内容、方法及框架图。

                    1.  研究的内容。

                    BENWENZHUYAOZAIYANJIUFENXI BCH YISHUGUANYINGXIAORENYUANMUQIANCUNZAIGUANLIHEXINCHOUJIXIAOWENTISHANG,TICHU KSFXINCHOUQUANJIXIAODEHEXINLINIANBINGYINGYONGZAI BCH YISHUGUANSHANG。TONGGUO KSF XINCHOUQUANJIXIAOZAI BCH YISHUGUANYINGXIAORENYUANYINGYONG,NENGTIGAOYINGXIAORENYUANGONGZUOZHUDONGXINGHEJIJIXING,TIGAOYINGXIAORENYUANYEJISHUIPING,BANGZHUQIYEFAZHAN。

                    TONGSHITONGGUOYINGYONGGUOCHENGCHANSHENGWENTI,YANJIUFENXI KSF TEXINGYIJICUNZAIWENTIDIAN。

                    DIYIBUFEN,XULUN,ZHUYAOJIESHAODANGDAIYISHUGUANXIANZHUANGHEYINGXIAORENYUANCUNZAIWENTIDIAN。YIJIBENWENYANJIUYIYI,NEIRONGHEYANJIUFANGFAHEKUANGJIA。

                  牛牛游戏厅安卓,{原始关键词}   DIERBUFEN,WENXIANZONGSHUHELILUNJICHU。ZHUYAOZHENGLI,GUINAXIANGGUANDEXINCHOUJIXIAOGUONEIWAIWENXIAN。ZONGJIEXINCHOUJIXIAODEGUONEIWAILILUNJICHU,YANJIUFANGFA。JIESHAO KSF XINCHOUQUANJIXIAOLILUNJICHUYIJIZAIGUONEIFAZHANQINGKUANG。JIESHAO KSF DEHEXINJIAZHIHEZUOYONG。

                    DISANBUFEN,BCH YISHUGUANYINGXIAORENYUAN KSF JIXIAOXINCHOUGUANLIXIANZHUANGYUWENTI。ZHUYAOTONGGUO BCH YISHUGUANJINGYINGXIANZHUANG,DIAOCHAWENJUANYIJIFANGTAN,FENXIQIDANGQIANCUNZAIDEZHUYAOWENTI;FAXIANKAOHEBUHELI,DUIXINCHOUTIXIBUMANYI,QUEFAZHONGZHANGQIJILIJIZHIYIJIZHUANYESHUIPINGWUFADADAOYAOQIU。

                  牛牛游戏厅安卓,{原始关键词}   DISIBUFEN:BCH YISHUGUAN KSF XINCHOUQUANJIXIAOSHEJI。ZHUYAOCHANSHUGOUJIANGONGSI KSF JIXIAOKAOHETIXIGUOCHENG。ZHUYAOCHANSHU KSF JIBENCAOZUOBUZHOU,BAOKUOCHENGLI KSF XIANGMUXIAOZU,SHEJI KSF ZHIBIAOKUYIJIJIAZHIHUAFENHEXINCHOUYUSUAN。SHEJIZHONGZHANGQIJILIJIZHILIRUJINSHENGXITONG,SHENGUJIHUAHEYISHUSUYANG。ZAISHISHIQIANJINXINGXINCHOUXUANDAOYUPEIXUN。

                    DIWUBUFEN:JIANGSHU KSF XINCHOUQUANJIXIAOZAI BCH YISHUGUANTUIXINGGUOCHENGZHONGYUDAOWENTIHEJIEJUEBANFA,RUXIAOSHOUTIXIYINGXIAORENYUANDUI KSF MOSHIBULIJIE,YISHUGUANQUEFAXITONGZHICHIXINGUANLIFANGSHILUODIYIJISHISHIGUOCHENGZHONGBUFENRENYUANFANKUIGONGZIDI。TONGGUOXUANDAOXIAOCHUYINGXIAORENYUANYIJILINGDAOZHEYILV。ZHONGSUNIUNIUYOUXITINGANZHUO,{YUANSHIGUANJIANCI}GUANNIAN,YINDAOKSF SHUNLILUODI。LIYONG K MUBIAOBAOZHANG KSF SHUNLILUODI。

                    DILIUBUFEN,JIELUNYUZHANWANG。DUI KSF XINCHOUQUANJIXIAODEDAORUJINXINGLEHUIGU,ZHANWANG KSF XINCHOUQUANJIXIAOJIYISHUXINGYEQIDAOJIEJIANZUOYONG,TISHENGYISHUXINGYEYISHUGUANDEGUANLISHUIPING。

                    2.  研究方法。

                  牛牛游戏厅安卓,{原始关键词}   BENWENZAIGUANGFANCHAXUNHEYUEDUDALIANGDESHUJI、QIKAN、HULIANWANGXINXIHEJILIDEXIANGGUANANLIQINGKUANGXIA,BINGJIEHEXINGYESHUJUHEYISHUGUANSHUJU,YISHUGUANXUQIUYUJILIDEXIANGGUANWENTIBINGFENXIJIANLI KSF DEJILIJIZHI。

                    (1)WENJUANDIAOCHAFA。YINRUWENJUANDIAOCHAFA,BINGZAIZHUANJIA、DAOSHI、YISHUGUANGAOGUANDENGZHIDAOXIAYOUHUA,ZAIBCH YISHUGUANNEISHEJI 220 FENWENJUAN,BINGZHENDUIDIAOCHAWENJUANJINXINGQUANMIANFENXI,JINERWEIYANJIUKETITIGONGJIAOWEIKEXUEDESHUJULAIYUAN。

                  牛牛游戏厅安卓,{原始关键词}   (2)XINGWEIGUANCHAFA。MEIGUODERENLIZIYUANZHUANJIALASAMUHEWAKESILEIZAIXINGWEIMAODINGDENGJIPINGJIAFAHECHUANTONGYEJIPINGDINGBIAOFADEJICHUSHANGDUIQIBUDUANFAZHANHEYANBIAN,TAMENYU 1981 NIANTICHULEXINGWEIGUANCHALIANGBIAOFA。XINGWEIGUANCHALIANGBIAOFASHIYONGYUDUIJICENGYUANGONGGONGZUOJINENGHEGONGZUOBIAOXIANDEKAOCHA。XINGWEIGUANCHALIANGBIAOFABAOHANTEDINGGONGZUODECHENGGONGJIXIAOSUOXUQIUDEYIXILIEHEHUXIWANGDEXINGWEI。YUNYONGXINGWEIGUANCHALIANGBIAO,BUSHIYAOXIANQUEDINGYUANGONGGONGZUOBIAOXIANCHUYUNAYIGESHUIPING,ERSHIQUEDINGYUANGONGMOUYIGEXINGWEICHUXIANDEPINLV,RANHOUTONGGUOJIMOUZHONGXINGWEICHUXIANDEPINLVFUZHI,CONGERJISUANCHUDEFEN。

                    (3)ZHUANJIAFANGTANFA。SUOWEIDEZHUANJIAXINGXIAOFEIZHEJINJINSHIZHIXIAOFEIJINGYANFENGFU,NENGTICHUJIAODUODEYIJIANHEXIANGFADEXIAOFEIZHE。ZAIZHEILIZHIJINGYANFENGFUDEXIAOSHOUGAOCENG,HANYISHUYINGXIAOFUZONG、YISHUYINGXIAOZONGJIANFANGTAN,WEIKSF DEJIANLITIGONGQIANGDADEZHUANJIAJIANYI,DEDAOYINGXIAORENYUANGAOCENGDELIJIE,CAINENGBAOZHANGXINDE KSF JILIJIZHIDEYOUXIAOSHISHI。

                    3.  本文的框架图。

                    BENWENZHENDUI BCH YISHUGUANJINGYINGSHANGCUNZAIWENTISHANG,YANJIUHEFENXI BCH YISHUGUANDEJIXIAOXINCHOUZHIDUCUNZAIDEWENTI,TONGGUOSHIDIKAOCHAHEFANGTAN,JIEHEJILILILUNHEXIAOSHOURENYUANJILIJIZHIYANJIU,ZHICHUWENTICUNZAIDEYUAN。JIEHE KSF XINCHOUQUANJIXIAOLILUNHEFANGFA,JIEHE BCH YISHUGUANJUTIQINGKUANG,ZHIDINGLE BCH YISHUGUAN KSFXINCHOUQUANJIXIAOFANGAN,BINGJINXINGYINGYONG。ZAI BCH YISHUGUANDEXIAOFANWEIYINGYONGQUDELEYIDINGCHENGJIHEXIAOGUO,DANYOUYU BCH YISHUGUANGUANLIJICHUBORUO,YIJISHEJIFANGANDEYIXIEJUXIANXING,ZAIYINGYONGGUOCHENGZHONGCUNZAIYIXIEWENTI,YINCIDUIYINGYONGGUOCHENGWENTIJINXINGFENXIYANJIUHEZONGJIE,QUDEBAOGUIJINGYAN,BINGTICHUGAIJINSILUHEFANGFA。BENWENSILUHEKUANGJIAJIEGOUCANKAOMEIGUODAIMINGBOSHIDE PDCA DEHUANJIE:JIHUA-ZHIXING-JIANCHA-ZONGJIE,TONGGUOCHIXUBUDUANDEXUNHUANGAIJINTISHENGQIYE KSF XINCHOUQUANJIXIAODEGUANLISHUIPING,CONGERCUJINQIYEFAZHAN。BENWENYANJIUKUANGJIARUTU1-1 SUOSHI。

                    

                   

                  【由于本篇文章为硕士论文,如需全文请点击底部下载全文链接】
                   


                    二、文献综述和理论基础
                    
                    (一)文献综述
                    1.关于激励的理论研究
                    2.关于薪酬构成的研究
                    3.绩效管理理论
                    4.关于激励、薪酬、绩效管理的关系的研究
                    
                    (二) 销售人员激励机制研究
                    1.销售人员特性
                    2.激励方式研究
                    
                    (三) KSF理论基础.
                    1. KSF 的界定.
                    2. KSF 与绩效管理体系.
                    3. KSF 薪酬全绩效模式
                    4. KSF 薪酬全绩效模式的原则
                    
                    三、 BCH艺术馆营销人员绩效薪酬管理现状与问题
                    
                    (一)  BCH艺术馆以及业务流程简
                    
                    (二) BCH艺术馆营销人员基本情况以及薪酬情况

                    1.营销人员基本情况
                    2. 营销人员的薪酬情况
                    3. BCH艺术馆营销人员绩效考核与薪酬体系分析
                    
                    (三) BCH艺术馆营销人员调查访谈
                    1.调查访谈
                    2.营销人员人员问卷调查设计及调查结果分析
                    3. 问卷的信度与效度分析
                    4.问卷调查结果分析
                    5. 其他资料补充
                    
                    (四) BCH艺术馆营销人员绩效考核和薪酬激励存在问题.
                    1. 部分营销人员的专业水平无法达到岗位要求
                    2. 考核不合理
                    3. 对薪酬体系不满意,无法起到激励作用
                    4.缺乏中长期留人的激励机制
                    
                    四、 BCH艺术馆KSF薪酬全绩效设计
                    
                    (一) 建立KSF的基本操作步骤

                    1.成立KSF项目小组
                    2. 设计针对营销人员KSF指标库
                    3. KSF 薪酬全绩效的价值划分和薪酬预
                    
                    (二) 设计中长期激励
                    1. 晋升系统
                    2. 身股计划
                    3. 艺术素养培训
                    
                    (三) 薪酬宣导与培训
                    1.薪酬变革宣导:员工面谈,达成共识。
                    2. 薪酬培训
                    
                    五、 BCH艺术馆KSF实施中遇到的主要问题和解决办法
                    
                    (一) BCH艺术馆KSF实施中遇到的主要问题..

                    1.销售体系对KSF不理解
                    2.艺术馆引入新管理体系缺乏系统支持
                    3. 实施中部分营销人员反馈薪酬工资低
                    
                    (二) BCH艺术馆KSF实施中问题的解决办法
                    1.艺 术馆管理层的全力支持和领导
                    2.加强宣导工作和沟通反馈
                    3. 牛牛游戏厅安卓,{原始关键词}的引导
                    4.K计划(目标管理)
                    5.考核指标调整和业 务能力培训

                    六、结论

                  牛牛游戏厅安卓,{原始关键词}   BENWENTONGGUORENLIZIYUANDEXINCHOUJIXIAOMOKUAICHUFA,DUIYISHUGUANYINGXIAORENYUANDEJILIKAOHEJIZHIJINXINGFENXI,FAXIANYINGXIAORENYUANXINCHOUJIXIAOJIZHICUNZAIYIXIAWENTI:(1)BUFENYINGXIAORENYUANZHUANYESHUIPINGWUFADADAOGANGWEIYAOQIU(2)DUIYUANYOUXINCHOUJIXIAOBUSHUXI; (3)KAOHEBUHELI ;(4)QUEFAZHONGZHANGQILIURENJIZHI。ZHENDUIYISHANGWENTI,BCH YISHUGUANDUIYINGXIAORENYUANXINCHOUTIXICAIYONG KSF XINCHOUQUANJIXIAOQUDAIYUANYOUTIXI,ZHUYAORUXIA:

                  牛牛游戏厅安卓,{原始关键词}   (1)KSF ZHIBIAOKUJIANLIHEQUEDING。TONGGUO KSF LILUNYIJI BCH YINGXIAORENYUANGONGZUOGANGWEITEXINGQUEDING KSFZHIBIAO,YEJIZHIBIAO,KEHUGUANLIZHIBIAOYIJITUANDUIGUANLIZHIBIAO。

                    (2)XINCHOUYUSUAN。ZHUYAOCAIYONGQUANMIANYUSUANFANGSHIJINXINGXINCHOUCESUAN。ANZHAOYINGXIAORENYUANDECHANZHIHECHENGBENKAOHE,TUISUANYINGXIAORENYUANGETIHETUANDUIXINCHOUGUIMO,JIEHEWAIBUSHICHANGHUANJINGDE 70%XINCHOUFENWEIXIAN,ZUIZHONGQUEDINGYINGXIAORENYUANHETUANDUIXINCHOUQINGKUANG。

                    (3)ZHIDINGJINSHENGXITONGBINGYUXINDE KSF XINCHOUQUANJIXIAOTIXIGUANLIAN,MINGQUEJINSHENGBIAOZHUN,TUOKUANYINGXIAORENYUANDEZHIYESHENGYA,QIDAOZHONGZHANGQIJILIFANGSHI。

                    (4)ZHIDINGSHENGUJIHUA,BINGYU KSF XINCHOUQUANJIXIAOTIXIGUANLIAN,MINGQUESHENGUZHIDU,RANGYOUXIURENCAIGONGTONGFENXIANGQIYELIRUN。

                    (5)加强营销人员的艺术素养培训工作BCH 艺术馆对在运用 KSF 薪酬全绩效中遇到的一些问题例如销售体系对 KSF 不理解和艺术馆系统缺乏支持以及实施后部分营销人员反馈问题进行处理,得到一些认识:(1)艺术馆管理层的全力支持和领导(2)导入 KSF 薪酬全绩效要加大力度进行各方面宣传和培训;让更多人参与进来,降低变革风险;(3)加强沟通反馈,消除阻碍;(4)牛牛游戏厅安卓,{原始关键词}能有效引导 KSF 薪酬全绩效以及其他管理变革顺利进行;(5)KSF 薪酬全绩效与 K 计划相结合,确保执行落地。期待应用 KSF 薪酬全绩效来激励艺术行业员工,以此提升艺术行业艺术馆的管理水平;(6)加强业务能力培训工作。

                    参考文献

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